A very common question for companies that wish to renew their corporate education projects is the question “formal learning x informal learning”. This decision is not simple, as to reach a conclusion it is necessary to analyze the needs, objectives and challenges faced by the organization in its training (also considering its strategic goals).
However, it is possible to shed some light on this doubt by analyzing the main differences between these two paths:
Formal learning
Formal learning is learning structured according to the training needs and objectives defined by the company. Based on this analysis, methodologies and training channels are defined, which will be designed especially to meet the demands defined by the organization. Creating formal training programs requires specialized knowledge and access to a diverse pool of talent, including content generation specialists, trainers, and instructional designers, for example. Formal learning is also linked to investments in software and systems developed specifically to deliver content designed for corporate training.
Informal learning
Informal learning, on the other hand, offers much more flexibility in the way training is created and consumed: instead of limiting the responsibilities of developing methodologies and content to a few designers or specialists, in informal learning we can encourage each person to act as a disseminator of knowledge, strengthening the interpersonal bonds of teams – it is spontaneous learning, highly connected with the practical reality of its professionals, and a great ally in building new skills and improving existing techniques.
Although formal learning is the most popular choice among companies that want to exercise greater control over their students' teaching experience, training carried out through informal channels also holds pleasant surprises for those organizations that are committed to building more natural learning. and organic – which typically results in better retention and engagement levels.
The desirability of a blended approach to learning
Unlike formal training, which offers more targeted and specific learning opportunities, an informal approach provides daily, active development, which takes place minute by minute through the exchange of experiences between the most experienced and qualified professionals and those who need to advance in the field. building new skills - encouraging permanent learning is crucial for companies looking to improve their teams' performance.
Combining formal and informal training strategies in the same approach is vital to involving your professionals in learning, so that the people who make up your team develop the feeling of being co-creators of learning, responsible for promoting knowledge precisely because they understand and experience it better. the real needs of its students than anyone else.
Through formal learning we are able to introduce and present theories, concepts and practical exercises essential for the correct contextualization of learning, strengthening the theoretical basis and logical reasoning that are fundamental for the construction of knowledge, while in informal learning students can choose which This is the most important information for your development and access it as useful and necessary for your professional performance, through topics and content that are always relevant and connected to the practical activities of your areas and functions.
Due to this characteristic, informal learning has its greatest and main ally in mobile devices: the reach, ease and access guaranteed by these devices (especially smartphones) help to develop in its professionals the habit of regularly reading and researching related content. to their training, as well as ensuring that they respond and adapt more quickly to changes.
It is the union between these two paths that will enhance the results of your training: formal learning is strengthened through the flexibility of informal learning, which in turn only becomes possible due to the foundations laid through the experimentation of formal learning.
The 06 main informal training channels
Promoting and facilitating communication between people is the first step to creating a favorable environment for informal learning. Regardless of the training structure, it is this exchange of experiences that helps people create new understandings, new approaches and develop new skills: different points of view are important for innovation and relevant when seeking different solutions to old dilemmas!
Internet: Despite being a permanent source of information about the company's activities, many intranets end up outdated because they do not have their full potential explored. Reactivate and reinvigorate your internal communication network with your professionals so that it serves as a portal for aggregating the knowledge generated by your operation;
Forums and email lists: Forums and email lists are excellent starting points for initiating debates on specific topics, relevant to specific audiences. The discussion can begin with the definition of themes or a user can directly raise a question relevant to their work and then open space for comments from other colleagues: the answers must be public, so that everyone has access to the evolution of the exchange of ideas. It is a way to personalize learning and motivate everyone's participation in an informal, democratic and accessible environment.
Communities: Informal learning content can be distributed through social channels such as blogs, true online communities where multimedia content (such as audios, photos, infographics, illustrations, videos) can be published, accessed and shared constantly by your entire workforce.
Social networks: Connections and interactions on social media are changing the way we think about knowledge and learning. Platforms such as Facebook, Linkedin, Twitter and Youtube not only connect people, facilitating the social interactions inherent to informal learning, but they also allow students to give new meaning to the teaching environment - in the new digital era, learning is collaborative, integrated with technology. Social media is a fundamental element in the promotion and dissemination of knowledge.
Webinars: an interesting way to gather and organize your training content is through webinars produced using tools such as Google Hangout. Through animated videos, lectures or interviews, for example, we can reach a larger audience and also address more complex concepts in a more didactic and relevant way for your teams' daily lives.
Wikis: Wikis are collaboration tools, editable spaces that allow each student to access a specific topic, edit the information and leave their contribution, in a continuous process of knowledge production. Wikipedia gives its name and is the best example of this type of channel, but there are several digital tools (such as Google Docs and Dropbox) that serve the same purpose.
While both formal and informal learning programs are capable of ensuring learning that is connected to the strategic objectives of your corporate training program, informal learning is typically the closest and most convenient for your learners, especially when made available and promoted through channels they value. connectivity, collaboration and knowledge sharing.
Staff Take 5
